4 Ways For Creating A Learning Culture In An Organisation

Creating a positive learning culture in any organisation is vital to creating a best-of-breed business and gaining and maintaining competitive advantage in your sector.

You all know that it’s employees that make the difference, for better or worse, but, it’s a competitive world and if you want to ensure that your teams can outperform the competition they’ll need to be deploying cutting edge skills and best practices all of the time.

And to do this, you’ll need to create culture of continuous learning that eliminates stagnation and encourages ingenuity. But, how?

Here’s several pointers to help you build a learning culture in your organisation.

1. Put Learning In The Palm Of Everyone’s Hand 

Over-loaded, time-pressurised staff are often too busy and distracted to attend off-site class-room training, and, as a result, training can fall off their radar.

By converting your class-room learning content into exciting, bite-size learning modules that can be consumed at the learner’s convenience on their mobile, you are putting learning in the palm of your staff’s head, bringing it in from the cold and putting it at the heart of company culture.

2. Gamify Learning 

Most staff love nothing better than a bit of healthy competition to get the spirits going.

By applying game mechanics to learning which includes things like virtual badges, awards and public leader boards companies are highlighting and reward learning activity and successfully building a learning culture in their business.

3. Measure Learning During Appraisals 

Appraisals have traditionally focused on measuring performance, but by adding learning goals and assessing this too, you can help to underline the value of learning to staff.

This will also contribute to building a learning culture within your firm.

4. Celebrate Risk-Taking And Allow Mistakes 

Your employees will grow and develop if they experiment and task risks.

Encourage risk-taking, innovation and initiative by celebrating innovation and ingenuity and encourage staff and managers to view failure as an opportunity to reflect, learn lessons and ultimately come back stronger.

If your staff feel safe to take risks and fail, employees will be much more ready to stretch themselves and move out of their comfort zone and ultimately grow and develop.

Thanks again

Mairead

Sean McPheat | 

Chief Disruption Officer

www.skillshub.com


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